0
 Connect + Engage<br />The Generations @ Work<br />Peter Reek . Principal Smart Savvy + Associates <br />Direct - 604.639....
“Each generation imagines itself to be more intelligent than the one that went before it , and wiser than the one that com...
Overview<br /><ul><li>Connecting with the Generations
Boomers /Generation Jones
Generation X
Generation Y
Focus on the similarities/common ground
Ingredients for engaging and becoming Employer Of Choice
Discussion/Round Table</li></li></ul><li>Get on the Same Page<br /><ul><li>Boomers 1946 – 1964 (46- 64 yrs)
Generation Jones 1955 – 1964 (45-56 yrs)
Generation X 1965 – 1979 (31– 45 yrs)
Generation Y 1980 – 1994 (16 – 30 yrs)</li></li></ul><li>Famous Y’s<br />
Famous X’ers<br />
Famous  Boomers (Later Stage/Generation Jones)<br />
Famous Boomers (Leading Edge)<br />
Examining A Generation<br /><ul><li>Defining Moments
Key Values & Concerns
Current & Next Life Stages
Emotions & Affinities
Physiographic Profiles
Social Activities/Lifestyle</li></li></ul><li>Gen Y (16-30)<br /><ul><li>Defining Moments
Princess Diana
9/11
Iraq War
Columbine
Life Stage
Early Stage Career
Recent Grad
University (Grad School)
Marriage  (28/29)
First child
First home purchasing</li></li></ul><li>Gen X (31-45)<br /><ul><li>Defining Moments
AIDS Crisis
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Generations And Engagement

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An overview of three generational cohorts, boomers, generation x and generation y -- the similarities with how they approach work and what it will take to attract and retain them

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Transcript of "Generations And Engagement"

  1. 1. Connect + Engage<br />The Generations @ Work<br />Peter Reek . Principal Smart Savvy + Associates <br />Direct - 604.639.5446 peter@smartsavvy.ca<br />
  2. 2. “Each generation imagines itself to be more intelligent than the one that went before it , and wiser than the one that comes after it.”<br />~ George Orwell<br />
  3. 3. Overview<br /><ul><li>Connecting with the Generations
  4. 4. Boomers /Generation Jones
  5. 5. Generation X
  6. 6. Generation Y
  7. 7. Focus on the similarities/common ground
  8. 8. Ingredients for engaging and becoming Employer Of Choice
  9. 9. Discussion/Round Table</li></li></ul><li>Get on the Same Page<br /><ul><li>Boomers 1946 – 1964 (46- 64 yrs)
  10. 10. Generation Jones 1955 – 1964 (45-56 yrs)
  11. 11. Generation X 1965 – 1979 (31– 45 yrs)
  12. 12. Generation Y 1980 – 1994 (16 – 30 yrs)</li></li></ul><li>Famous Y’s<br />
  13. 13. Famous X’ers<br />
  14. 14. Famous Boomers (Later Stage/Generation Jones)<br />
  15. 15. Famous Boomers (Leading Edge)<br />
  16. 16. Examining A Generation<br /><ul><li>Defining Moments
  17. 17. Key Values & Concerns
  18. 18. Current & Next Life Stages
  19. 19. Emotions & Affinities
  20. 20. Physiographic Profiles
  21. 21. Social Activities/Lifestyle</li></li></ul><li>Gen Y (16-30)<br /><ul><li>Defining Moments
  22. 22. Princess Diana
  23. 23. 9/11
  24. 24. Iraq War
  25. 25. Columbine
  26. 26. Life Stage
  27. 27. Early Stage Career
  28. 28. Recent Grad
  29. 29. University (Grad School)
  30. 30. Marriage (28/29)
  31. 31. First child
  32. 32. First home purchasing</li></li></ul><li>Gen X (31-45)<br /><ul><li>Defining Moments
  33. 33. AIDS Crisis
  34. 34. Challenger Explosion
  35. 35. Fall of Berlin Wall
  36. 36. Tiananmen Square
  37. 37. Life Stage
  38. 38. Home ownership
  39. 39. Child rearing
  40. 40. Divorce and remarriage
  41. 41. Career changes
  42. 42. Busiest time of their life
  43. 43. Not necessarily about them right now</li></li></ul><li>Boomers (46-64) <br /><ul><li>Defining Moments
  44. 44. Watergate
  45. 45. Assassinations of John Lennon, MLK and JFK
  46. 46. Royal Wedding
  47. 47. Famine/Band Aid
  48. 48. Iran Hostage
  49. 49. Vietnam/Woodstock
  50. 50. Life Stage
  51. 51. Child rearing later years
  52. 52. Long runway (career growth)
  53. 53. Retirement planning
  54. 54. Empty nesting (early stages)
  55. 55. Grand parenting
  56. 56. Divorce and remarriage</li></li></ul><li>Portrait of Gen Y<br /><ul><li>Ambitious
  57. 57. Loyalty vs. Quest (conflict)
  58. 58. Multi-cultural ease
  59. 59. Networking by nature
  60. 60. Healing the planet</li></li></ul><li>Gen Y Realities<br /><ul><li>They are fast and impatient
  61. 61. They have grown up texting (no need for planning sessions – let’s do this)
  62. 62. They may be smart but they are not necessarily wise (most seem to know that)
  63. 63. Recognize value of mentorship
  64. 64. They can multi-task
  65. 65. Reality TV…</li></li></ul><li>Reality TV & Generation Y<br /><ul><li>Baptism by fire/ Do or Die opportunities (Apprentice)
  66. 66. Give them feedback (American Idol)
  67. 67. Be Strategic (Survivor /Amazing Race)
  68. 68. Anything is Possible (Bachelor)
  69. 69. Life should be ‘good’ enough to be on TV (The Hills)
  70. 70. Build alliances
  71. 71. Resilient
  72. 72. Dare to try new things
  73. 73. Learn from failures</li></li></ul><li>Portrait of Boomers<br /><ul><li>Long Runways
  74. 74. Working Longer
  75. 75. From ‘Me’ to ‘We’ – Volunteer
  76. 76. Yearning for Flexibility
  77. 77. Familial Obligations</li></li></ul><li>The Y’s and The Boomers …<br /><ul><li>Getting along like a house on fire
  78. 78. Extraordinary amount in common
  79. 79. The Boomers are used to parenting the Y’s
  80. 80. The Y’s tend to like their parents
  81. 81. Net result = Many similarities in values
  82. 82. The Y’s don’t want the Boomers Jobs (they want better ones)
  83. 83. Boomers are beyond feeling threatened
  84. 84. Mutual mentoring</li></li></ul><li>Best Way To Pay<br />
  85. 85. 10 Reasons Gen X’ers Are Unhappy at Work<br />Careers got off to a late start<br />During teens witnessed adults being laid off<br />Most corporate careers narrow at the top<br />Just their luck – economy was slow when they started and it is slow now<br />Pesky Gen Y’s<br />
  86. 86. 10 Reasons Gen X’ers Are Unhappy at Work<br />Surrounded by love fest (Ys and Boomers)<br />Believe it or not they are the conservative ones holding down the fort<br />Fearful at pace of technology<br />Boomer Parents of Y’s<br />Their own parenting pressures are at a peak (life is busy)<br />
  87. 87. X’ers As Leaders<br /><ul><li>Realistic, Pragmatic and Effective
  88. 88. Resourceful and hardworking
  89. 89. Take commitments seriously
  90. 90. Resilient
  91. 91. Well-nurtured networks
  92. 92. Operate comfortably in the global and digital world
  93. 93. Richly multi-cultural
  94. 94. Always looking for a different way forward
  95. 95. Raise important questions</li></li></ul><li>Leadership Challenge<br /><ul><li>Coach vs. Boss
  96. 96. Active interest in your people’s lives (both @ work and outside of work)
  97. 97. Make an investment in them as team members and individuals
  98. 98. Help them figure out where they are headed/where their strengths are
  99. 99. Help them recognize when the scales are tipped </li></li></ul><li>5 Common Rewards Valued More than Pay<br />Odyssey experiences<br />Rich form of flexibility<br />Meaning, purpose and challenge<br />Diverse, high-functioning teams<br />Measure of altruism<br />
  100. 100. Employer of Choice<br /><ul><li>Foster a culture or inclusiveness
  101. 101. High degree of flexibility
  102. 102. Bonus managers based on financial and human resource targets
  103. 103. Eliminate rogue managers who sour the atmosphere and culture</li></li></ul><li>Employer of Choice<br /><ul><li>Constantly review HR offering to make sure current/relevant
  104. 104. Give top performers accelerated development opportunities and differentiated compensation
  105. 105. Deal with under performers
  106. 106. Break compensation rules to hire the best candidate</li></li></ul><li><ul><li>Demonstrate commitment by spending on/supporting training
  107. 107. Understand recognition as key driver of employee satisfaction
  108. 108. Ensure frequent two-way communication with team
  109. 109. Engage alumni
  110. 110. Segment employees and treat each group appropriately</li></li></ul><li>New Model<br /><ul><li>Free Agency
  111. 111. Autonomy and independence
  112. 112. Action and results
  113. 113. Challenge, risk and innovation
  114. 114. Work-life balance</li></li></ul><li>Innovative Approaches<br /><ul><li>Digital Reverse Mentoring - Time-Warner recruited Gen Y college students to mentor their execs in digital technology
  115. 115. Social Networking www.hello.bah.com
  116. 116. Re-emergence of the sabbatical
  117. 117. Houston Texas – Flex in the City Events
  118. 118. Sodexho – workers propose their own flex arrangements</li></li></ul><li>What Do Marketers Want?<br /><ul><li>Challenge
  119. 119. Opportunity to make an impact
  120. 120. Participate at strategic level
  121. 121. Ownership
  122. 122. Work with smart people/ be part of a winning team
  123. 123. Exercise the power to create (a powerful driver)
  124. 124. Flexibility</li></li></ul><li>Discussion Points<br /><ul><li>What is your organization doing well to serve the generational cohorts?
  125. 125. Which companies are leading the way/doing it well when it comes to people innovation?
  126. 126. Where will your organization have to shift if there are going to be an employer of choice (with drawing and staying power)?
  127. 127. How would you describe the necessary leadership shift/ requirements to effectively lead the emergent workforce?</li></li></ul><li>Discussion Points<br /><ul><li>What kind of things can organizations do to better connect with/engage:</li></ul>Boomers<br />Gen X<br />Gen Y<br /><ul><li>What does Each generation have to teach us?
  128. 128. What are the key things the companies you have worked for have done to hold your attention and keep you engaged?
  129. 129. What common HR practices/policies have become obsolete/outdated?</li></li></ul><li>Discussion Points<br /><ul><li>If you were tasked with drafting your employee best practice/ HR Model what benefits, policies etc. would you make sure became the emphasis/priority for the next 3- 5 years?
  130. 130. How does this all translate into:</li></ul>Retail environments<br />Unionized environments<br />
  131. 131. Resources<br />Harvard Business Review video interviews:<br />Managing Generation Y - Tammy Erickson<br />What Motivates Gen Y and Boomer Talent - Sylvia Ann Hewlett<br />I made use of several of the from Tammy Erickson’s Harvard Business Review blog entitled Across the Ages<br />Specifically:<br />Career Advice for Generation X<br />A Hard Look at the Options Ahead: The Reality of the Changing Workplace-What's in Store for Generation X?<br />Why Generation X Has the Leaders We Need Now<br />Other Blog Posts:<br />Let Gen Y Teach you Tech – Sylvia Ann-Hewlett, Laura Sherbin & Karen Sumberg<br />In hard times, recommit to flex time – Sylvia Ann Hewlett<br />Power Point Presentations (CDN Content)<br />Understanding Generational Differences – Beyond The Stereotypes by Michelle Dagino<br />You, Me and Them: Dealing with Generational Differences in the Workplace by Dr. Linda Duxbury<br />
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